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This Directive: 1.1. Reissues reference (a). 1.2. Regulates the Department of Defense MEO Program and assigns responsibilities for ensuring DoD- wide compliance with the broad program objectives outlined in references (b), (c), an...
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This Directive: 1.1. Reissues reference (a). 1.2. Regulates the Department of Defense MEO Program and assigns responsibilities for ensuring DoD- wide compliance with the broad program objectives outlined in references (b), (c), and (d). 1.3. Provides for education and training in EO and human relations.
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This study examines the extent to which experiences perceived as racial discrimination by victims affect reported levels of job-related satisfaction among military personnel. Data from the Armed Forces Equal Opportunity Survey (AF...
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This study examines the extent to which experiences perceived as racial discrimination by victims affect reported levels of job-related satisfaction among military personnel. Data from the Armed Forces Equal Opportunity Survey (AFEOS) and the Military Equal Opportunity Climate Survey (MEOCS) are analyzed separately. Comparison of the two analyses confirms positive relations among racial/ethnic groups or, more generally, a healthy climate for equal opportunity is associated with higher levels of satisfaction related to job security, opportunity to acquire skills, and overall job satisfaction. Conversely, experiencing discrimination attributable to military sources is associated with lower satisfaction levels. Recommendations are offered to include additional items in the MEOCS, based on items included in the AFEOS, to enable more detailed longitudinal assessments of discrimination experienced by survey respondents.
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Item response theory was used to examine the items that comprise the five versions of the Military Equal Opportunity Climate Survey (MEOCS): the Standard MEOCS, the MEOCS-LITE, the Senior Leader Equal Opportunity Climate Survey (S...
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Item response theory was used to examine the items that comprise the five versions of the Military Equal Opportunity Climate Survey (MEOCS): the Standard MEOCS, the MEOCS-LITE, the Senior Leader Equal Opportunity Climate Survey (SLEOCS), the MEOCS-Equal Employment Opportunity (EEO), and the Small Unit Equal Opportunity Climate Survey (SUEOCS). Attempts were made to reduce scale to five items with good discriminability and an internal consistency of 0.75. Using these criteria, recommendations are made about which scales are acceptable (i.e., meet these criteria on at least four versions of the MEOCS), possibly acceptable (i.e., met these criteria on one or two versions of the MEOCS), marginal (i.e., whose discriminabilities or reliabilities are near the cutoff values), and unacceptable (i.e., do not meet these criteria). Directions for future research are presented.
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This report contains tabulations of responses from the 2015 Workplace and Gender Relations Survey of Reserve Component Members (2015 WGRR) conducted from August 7 to October 19, 2015. The 2015 WGRR continues a line of military sex...
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This report contains tabulations of responses from the 2015 Workplace and Gender Relations Survey of Reserve Component Members (2015 WGRR) conducted from August 7 to October 19, 2015. The 2015 WGRR continues a line of military sexual assault and sexual harassment research begun in 1988. DMDC conducted Joint Service surveys of active duty members on gender issues in 1988, 1995, 2002, 2006, 2010, and 2012. DMDC expanded this line of research to the Reserve Components in 2004, 2008, and 2012 and to the Service Academies in 2005, 2006, 2008, 2010, 2012, and 2014. Historically, DMDC gender relations surveys have been designed to estimate the perceived level of sexual harassment and sexual assault in the Services and to provide new information on a variety of consequences of sexual harassment and sexual assault experiences.
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The exit interview and survey are means for identifying organizational problems, including diversity issues, through individuals separating from the organization, who are in a unique position to supply candid feedback. A review of...
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The exit interview and survey are means for identifying organizational problems, including diversity issues, through individuals separating from the organization, who are in a unique position to supply candid feedback. A review of the civilian literature revealed several problems with the exit interview and survey but also various ways of dealing with these problems. A review of the military literature showed that each military Service has undertaken a recent exit survey effort with varying results. Based upon the civilian and military literature, a diversity exit survey and interview were constructed, which addressed diversity problems in military units as well as organizational issues important to diversity groups. Recommendations for implementing the exit interview and survey end the report.
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This report provides the results for the 2015 Workplace and Gender Relations Survey of Reserve Component Members (2015WGRR). The overall purpose of the 2015 WGRR is to document the extent to which Reserve component members reporte...
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This report provides the results for the 2015 Workplace and Gender Relations Survey of Reserve Component Members (2015WGRR). The overall purpose of the 2015 WGRR is to document the extent to which Reserve component members reported experiencing sexual assault in the 12 months prior to filling out the survey, the details surrounding those events, bystander intervention, and the members' perceptions of the effectiveness of sexual assault policies, training, and programs.
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This project assessed racial and gender differences on responses to the NEO-PI-R, the major instrument for measuring the five factors of personality. Theoretical rationale and empirical research is provided regarding possible pers...
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This project assessed racial and gender differences on responses to the NEO-PI-R, the major instrument for measuring the five factors of personality. Theoretical rationale and empirical research is provided regarding possible personality differences between groups. Members across all branches of the Armed Services completed the NEO-PI-R resulting in a total sample of 472 (293 males, 179 females; 222 African Americans, 250 Whites). Multiple analysis of variance with race and gender as factors and age as a covariate (MANCOVA) demonstrated that African Americans scored higher than Whites on the factor of Agreeableness (p.003 and lower on the factor of Negative Emotionality, p. 0001). Females scored higher on Agreeableness (p.0001), Negative Emotionality (p.006), and Openness to Experience (p.0001) than males. A significant interaction effect emerged for Agreeableness (p.03), with White males scoring lower than White females and African-American males and females. Univariate F tests indicated significant racial differences for twelve (out of thirty) of the facet scales and gender differences were significant for ten of the facet scales. Within the context that this research is comparative, not causal, possible interpretations of between-group differences, applicability of the findings to organizational settings, and implications for the universality of the five-factor model are discussed.
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In discussion of inequities in American school finance, two different strands of argument have emerged--one about equal educational opportunity as defined by student need criteria, the other about differences in tax base per pupil...
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In discussion of inequities in American school finance, two different strands of argument have emerged--one about equal educational opportunity as defined by student need criteria, the other about differences in tax base per pupil among different school districts within a state. These arguments were soon translated into court cases, aimed at demonstrating that existing public school finance systems are unconstitutional. The policy question that these legal debates reflect and also shape are concerned with the effects of school finance equalization of the Serrano v. Priest type. This paper concentrates on Serrano and California, but the issues are quite general. The Ford Foundation and other organizations have been supporting work nationwide that promotes school finance equalization. This paper considers the implications for spending, schooling, and taxes.
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This study examines the extent to which perceptions of the quality of race relations, racial incidents, and the handling of such incidents influence reported levels of satisfaction with military service using data from the Armed F...
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This study examines the extent to which perceptions of the quality of race relations, racial incidents, and the handling of such incidents influence reported levels of satisfaction with military service using data from the Armed Forces Equal Opportunity Survey, released in November 1999. Racial incidents have a negative effect on satisfaction, but the effect is moderated if victims are satisfied with reporting and investigative processes. Unease in dealing with members of other groups and pressure to socialize with members of one's own racial/ethnic group adversely affects the equal opportunity climate in ways difficult to ameliorate through training activities. Efforts to diversity workplace demographics have modest positive effects. Confidence in a supervisor's fairness and commitment to creating a positive EO climate has a significant positive influence on satisfaction. In contrast to the summary information contained in the survey, racial/ethnic minorities generally express greater levels of satisfaction than Whites.
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